The labour market is changing rapidly, and more and more people are wondering how they can take their careers in a new direction. Two terms that regularly crop up in this context are reskilling and the lateral entry programme. They are similar, but there are important differences that determine which route is best suited to you. In this article, we answer the most frequently asked questions about both options, so that you can make an informed choice.
Whether you’re ready for a fresh start, looking for a new challenge or realise that your current role no longer suits you, it’s good to know what options are available. Let’s start with the basics.
What exactly is retraining?
Reskilling is a learning and development programme in which you learn a completely new field or profession, separate from your current or previous role. You step out of your comfort zone, as it were, and build new knowledge and skills from the ground up for a different profession or sector.
A career change differs from further training, where you deepen or supplement your existing knowledge within your own field. With retraining, the change is more significant: you are consciously choosing a different career path. Think, for example, of an administrative assistant retraining to become an IT specialist, or a retail worker undertaking a course to work in the healthcare sector.
A reskilling programme can vary in duration, from a few months to several years, depending on the new field and the desired qualifications. Some programmes lead to a recognised diploma or certificate, which strengthens your position in the labour market. It is a significant step that requires self-awareness, motivation and a clear idea of where you want to go.
What does a career change programme involve?
A lateral entry programme is a scheme in which someone from outside a particular sector or organisation starts work immediately in a new role, whilst at the same time receiving the necessary training or guidance. This means you learn on the job, in a practical setting, rather than completing a full course of study before you start.
Career change programmes are particularly common in sectors facing staff shortages, such as education and healthcare. An experienced professional from another sector takes on a new role and receives support to obtain the necessary qualifications. The employer actively invests in the training and support of the new employee, as the career changer’s practical experience and broad skill set are seen as a major asset.
The main advantage of a career change is that you start earning an income straight away and gain work experience in your new field. You combine learning with working, which makes this route more appealing to many people than undertaking a full course of study first.
What is the difference between retraining and a career change programme?
The main difference is when you start working. With retraining, you first undertake a training course and then start working in your new profession. With a lateral entry programme, you start in your new role straight away and undertake the training or mentoring alongside your work.
Here is an overview of the main differences:
- Order: Retraining involves learning first, then working. Changing careers means working straight away whilst learning at the same time.
- Income: When retraining, you usually have little or no income whilst on the course. If you’re changing careers, you’ll receive a salary from day one.
- Initiative: When it comes to retraining, you often take the initiative yourself. Career change programmes are usually offered and organised by employers or sectors.
- Tempo: Retraining can be more intensive during the learning phase. Changing careers requires combining work and study, which places a different kind of strain on the individual.
- Suitability: Retraining is suitable for anyone who wants to embark on a new career path. Career changes are often aimed at professionals with relevant work experience who can be deployed quickly in a new sector.
Both routes ultimately lead to a new career or a new sector, but the path to get there differs significantly. Which route suits you best depends on your personal circumstances, financial situation and learning style.
When should you opt for retraining and when for a career change?
Retraining is the best option if you want to enter a field that requires specific qualifications which you must first obtain in full, or if you have the time and flexibility to focus entirely on the course. A career change via lateral entry is a better option if you want to start working straight away, earn an income and prefer to gain your new skills through practical experience.
Consider retraining if:
- the new profession requires a recognised qualification that you do not yet have;
- you have the flexibility to work fewer hours or not at all for a while;
- you want to build up a solid theoretical foundation before you get started.
Choose a lateral entry programme if:
- you already have relevant work experience that is transferable to a new sector;
- you want to start straight away and keep your income;
- there is an employer or sector that actively seeks out and supports people changing careers.
Self-awareness plays a major role in this. Knowing who you are, what you’re capable of and what you want helps you make the right choice. Sustainable employability as an employee It starts with precisely that understanding of yourself and your position in the labour market.
Who pays for retraining or a career change programme?
Funding for retraining or a career change programme can come from various sources: the employer, the employee themselves, the government, or a combination of these. There are several grant schemes and funds available that cover (part of) the costs.
Possible sources of funding include:
- Employer: Many employers invest in staff development, particularly when it comes to lateral recruitment that they initiate themselves.
- STAP budget: In the Netherlands, the STAP budget existed as a grant for training. Although this budget has been discontinued, there are successor schemes and funds available through various sectors and R&D funds.
- Sectoral funds: Many sectors have their own training funds that (partly) finance retraining, such as in the healthcare, education and engineering sectors.
- UWV: If you are unemployed, the UWV may, in certain cases, contribute towards the costs of retraining.
- Personal contribution: Sometimes you contribute part of the cost yourself, for example by using your holiday entitlement or through a personal training budget.
It’s always worth finding out exactly which schemes apply to your situation before you start a programme. A career coach or HR adviser can help you with this.
How do you get started with a retraining or career change programme?
Embarking on a career change or a career switch always starts with a clear exploratory phase: what do you want, what skills do you already have, and which direction suits you best? You then look into which programmes are available, how funding can be arranged, and what specific steps are needed to get started.
A practical approach looks like this:
- Self-reflection: Identify your talents, motivations and ambitions. What makes you happy, and what suits who you are?
- Orientation: Find out which jobs or sectors match your profile and where there is demand in the labour market.
- Gathering information: Find out which courses or career-change programmes are available and what the entry requirements are.
- Arranging financing: Find out which grants, funds or employer contributions apply.
- Looking for support: A career coach helps you make the right choices and successfully navigate the process.
Taking the first step is often the hardest. But those who take a proactive approach to their career increase their chances of a meaningful and sustainable future in the workplace.
How Nieuwkans can help you with retraining and a career change
At Nieuwkans, we support employees who are ready to take the next step in their careers, whether that’s through retraining, a career change or another route. We help you to first gain a clear understanding of who you are, what you’re capable of and where you want to go, so that you can make the right choice with confidence.
What we can do for you:
- Gain an understanding of your talents and cognitive behavioural preferences using scientifically proven methods, such as the BrainsFirst approach
- Exploring your personal job market together and identifying opportunities
- Personalised support with career-related queries, retraining or a career change
- Practical support in finding the right course or career change programme to suit you
- Two interactive sessions as part of our programme for sustainable deployment, focused on your future
Would you like to know which route suits you best? Contact us and we’ll explore your options together. Your future starts with a single step.